CHAPTER 1

STAFFING AND MODELS

OF STRATEGY
 LEGAL COMPLIANCE
 When the organization acquires
people to do work for it, legal
employment relation is established.
 The acquired people may be
employees, independent contractors,
or temporary employees.
 LEGAL COMPLIANCE
 Laws are needed to define how the
employer may use each type, as well
as the right of each type.
 Laws have been developed to create
fairness and nondiscrimination in
staffing such as race discrimination
and disability.
 PLANNING
 HRplanning is the process and set of
activities undertaken to forecast an
organization’s labor
demand(requirement) and internal labor
supply (availabilities), to these
projections to determine employment
gaps. Action plans include staffing
planning to arrive at desired staffing
levels and staffing quality.
 EXTERNAL INFLUENCES ON HR
STAFFING AND PLANNING
1. ECONOMIC CONDITIONS
Economic expansion(when the economy moves from a
trough to a peak. During this period business activity, employment
levels, consumer confidence and gross domestic product (GDP) all
surge) and contraction( is a decline in economic output.
It's accompanied with falling incomes and rising unemployment)
 EXTERNAL INFLUENCES ON HR
STAFFING AND PLANNING
Job growth and job
opportunities
Internal labor market mobility
Turnover rates
 EXTERNAL INFLUENCES ON HR
STAFFING AND PLANNING
2.LABOR MARKETS- also known as the job
market, refers to the supply and demand for labor in
which employees provide the supply and employers
the demand
 Labordemand: organization
requirements, KSAs(knowledge, skills
and abilities
 LABOR MARKETS

 Labor supply: KSAOs(Knowledge, skills,

abilities and other characteristics)
available
 Labor shortages (demand>supply) and
surpluses (demand<supply)
 WHAT IS HUMAN RESOURCE
PLANNING (HRP)
 Human Resource Planning is a systematic
process of forecasting both the prospective
demand for and supply of manpower, and
employment of skills with the objectives of
the organization. It can also be termed as
the method of reviewing the manpower
necessities to ensure that right kind of
skills is made available to the organization.
HUMAN RESOURCE PLANNING (HRP)

 Themain purpose of HRP is to set the goals

and objectives of the company. In other
words, it is to have the precise number of
employees, with their skills matching the
requirements of the organization, so that
the organization can move towards its
goals.
 WHAT IS HUMAN RESOURCE PLANNING
(HRP)

Chief objectives of Human Resource Planning

are as follows:
 Guaranteeample supply of resources,
whenever there is a need for it.
 Make sure that the current manpower in
the company is being used properly.
 Chief objectives of Human Resource
Planning

To foresee the potential

requirements of manpower at
various skill levels.
Evaluate excess or scarcity of
resources that are available at a
given point of time.
 Predict the impact of technological
changes on the resources as well as on
the kind of jobs they do.
 Manage the resources that are already
employed in the organization.
 Ensure that there is a lead time
available to pick and train any
supplementary human resource.
 STAFFING PLANNING
 Staff planning is a systematic process to
ensure that an organization has the right
number of people with the right skills to
fulfill business needs. You must take into
account internal and external changes and
must integrate HR planning with the
company’s business plan.
Staffing Planning is the vital phase of
the planning process…

Staffing Planning Process:

1 – Staffing Objectives
2 – Generating Alternative Staffing Activities
3 – Assessing and choosing alternatives
Staffing Objectives

The objectives are the targets the

organization establish to
determine how many people will
need and in which job category.
They may require the establish of
quantity and quality.
 Generating Alternative
Staffing Activities
 With quantitative and qualitative objectives
established, it is necessary to begin identifying
possible way of achieving them.
 There are many options available to deal with
employee shortage and surpluses.
 Generating Alternative
Staffing Activities
Surplus Shortage
• Hiring freeze • Transfer
• Layoffs • Training/ retrain
• Transfer • Overtime
• Retirement incentives • Part-time
• Reduce work week • New hires
• Reduce part time
Staffing Organizations
Model
The organization mission and
its goals and objectives drive
both organization strategy
and HR staffing strategy.
 Staffing Organizations
Model
 Organization strategy and HR staffing strategy interact
with each other when they are being formulated,
staffing policies and programs result from that
interaction, and they serve as an overlay to both
support activities and core staffing activities.

 Employee retention and staffing system management

concern cut across support and core staffing activities.